Presented by Karen Huller Founder of JoMo Rising, LLC and Epic Careering

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1 Presented by Karen Huller Founder of JoMo Rising, LLC and Epic Careering

2 WE WILL EXPLORE The tools in development and those currently available to implement gamified mobile recruiting. The features and benefits of two different models. What you and your company will need to consider and do to optimize the results of implementing these products into their human capital management.

3 YOU WILL BE ABLE TO: Understand the current and future implications of gamified mobile recruiting. Evaluate how their current recruiting and retention workflow can be gamified. Grasp the basic components that can be utilized to start, as well as more complex components to consider for the future. See how recruiting and retention can be improved through analysis of existing proofs of concept for gamified mobile recruiting.

4 QUESTIONS FOR YOU: WOULD YOU RATHER Have recruiters out proactively branding the company and wooing top talent OR in the office sorting through online submissions? WHAT ABOUT Leveraging the time they spend outside of work?

5 Competition for talent Unemployment

6 What s new here?

7 ENGAGEMENT CAN MEAN Interactivity Some kind of choice is being made Information is being shared or gathered A personalized experience for each user Enabling interaction between the candidate, the recruiter and the hiring manager Inducing interest in a representative, company, or an industry Gathering critical data on talent communities Your ability to develop talent communities

8 FACE IT: MOBILE PHONES HAVE CHANGED OUR BEHAVIOR Shop Socialize Exchange knowledge Learn Collaborate Bridge distances AS A RESULT, WE MUCH CHANGE HOW WE: Market Hire

9 ARE YOU POSITIONED TO ENGAGE? OR Are you losing the most desirable candidates? 40% of job boards visits are through mobile devices 70% of companies have no mobile site 88% have no mobile career site Applying averages minutes

10 WHO IS DESIRABLE? Tech-savvy? Efficient, smart workers? High in demand? Working for your competition? Interested in interacting with others? Are they gamers?

11 GAMIFICATION NOT JUST FOR THE KIDS Learn Market Collaborate Motivate AND COMING SOON Exercise Diet Manage tasks Think Hire Career

12 WHEN DID GAMES GAIN CREDIBILITY? Believe it or not Gaming is now being used to solve the worlds problems Gamers cracked the code of a protein in AIDS that eluded scientists for decades Superbetter makes you well EteRNA teaches you how to design ribonucleic acids (RNAs) that may lead to new biomolecular cures

13 COMPONENTS OF A SUCCESSFUL GAME Bombardment with positive reinforcement Instant feedback Meeting the player where they are skill-wise Expands skills as they play with challenges, challengers Easy to follow reward and leveling systems Community! Leader boards Team components The quest end goal is desirable and achievable Continual play

14 TWO EMERGING TRENDS 1. Mobile Recruiting 2. Gamification The social recruiting hype went huge and has not burst, but mobile has followed a stealth, almost, cult adoption. Over the next 12 months the continued convergence of mobile and social will catapult mobile to the front of recruiters minds. ERE.net 6/29/2012 Analysts expect [mobile gaming] industry sales to nearly triple, to about $12 billion, by Inc.com, 2012

15 2 GAMIFIED MOBILE RECRUITING TYPES 1. Multiplayer Communities 2. Enterprise Applications

16 MULTI-PLAYER COMMUNITIES Elevated competitiveness Brand augmenting based on scores Performance Ethics Courtesy Ready-made talent communities

17 MOBILE JOB SEEKING NOW Mostly job posting aggregators and mobile submittal apps Some interview, networking and time/resource management apps Mobile social media

18 MOBILE JOB SEEKING IN THE NEAR FUTURE Nuts to bolts career management workflow game Integrated with social media Unique mobile talent communities

ENTERPRISE RECRUITMENT APPS Customized Integrated Gamified Attract candidates directly to your talent communities Most successful when

19 ENTERPRISE RECRUITMENT APPS Customized Integrated Gamified Attract candidates directly to your talent communities Most successful when accompanied by a full-force marketing and public relations campaign. Much greater expense than their multi-player platform counterparts.

20 3 USES OF GAMIFIED MOBILE RECRUITING External: Attract and engage desirable talent Gather decision-making data on that talent Assess engagement of candidate/mobile site visitors Raise awareness of your brand Utilize partnerships / cross-marketing as hiring tool Specific evaluation of soft skill sets Engage and excite people to work for you Be competitive on a global level

21 3 USES OF GAMIFIED MOBILE RECRUITING Internal: Standardize workflow Track metrics Increase productivity Increase efficiency Improve hiring effectiveness Reduce cost of hiring Improve morale

22 METRICS Procedural/Activity # of applicants # of networking events # of calls # of interviews # of referrals Internal External # submittals Social media engagement # in proactive pipeline Cost per candidate per resource # of offers vs. accepted How accurate are these metrics for measuring recruiting effectiveness? XXX%?

23 METRICS Performance Quality of hire Time to offer Hours spent per hire > cost New Hire Contribution Candidate feedback How accurate are these metrics for measuring recruiting effectiveness? XXX%?

24 3 USES OF GAMIFIED MOBILE RECRUITING Internal/External integration: Scoring works both ways! Incentives for increased interaction Foster professional relationships Greater referral opportunities (sales and hiring) Utilize community to solve business problems

25 A DOSE OF REALITY Adoption of mobile recruiting increases exponentially Spend $$$$$$ for the increased reach and efficiency in hiring and retention Reinvest in better, more updated, more improved, more powerful products in X years A huge capital and human capital investment for any company to make

26 QUESTIONS TO CONSIDER Adopt early or let others trial and error? In-house proprietary development or vendor? Native or multi-platform? What resources do you have? Can you compete on a multi-player system? Does it make sense to do both? Security or legal implications?

27 Mobile App vs. Mobile site? How mobile career site visitors? Priority of other hiring initiatives? Quality of current mobile experience?

28 Integration with ATS or HRMS? Immediately or eventually? What is your budget? Project cost, scope, timeline? What is your talent outlook? Cost per hire?

29 Can you achieve your corporate hiring objectives without the Branding Engagement Data Capture Reach (potential yet to be proven) Offered by gamified mobile apps? Perhaps, but it may cost you more and take more time. Where is your competition?

30 WATCH OUT FOR THESE LANDMINES Availability of enterprise gaming mobile development talent Speed at which mobile technology evolves Speed at which user behavior evolves Accurately predicting the future hiring landscape

31 WATCH OUT FOR THESE LANDMINES Stakeholder buy in Security of the data Future mobile game burn out Driving users/players to your mobile game Collaboration of disciplines necessary for successful design

32 DISCIPLINES OF GAMIFIED MOBILE RECRUITING E-Learning Gaming Behavioral Science (Human-Computer Interaction) Data Integration Mobile Development Recruiting Marketing - Branding/Social Media/PR

33 PROOF OF CONCEPTS STILL UNDERWAY for the marriage of mobile and gamification! You won t be the first if you jump on now, but you could be a trail blazer. Do you think you could do it right?

34 MOBILE RECRUITING VENDORS

35 GAMIFIED RECRUITMENT TOOLS

36 PROOF OF CONCEPTS - GAMING Mariott My Marriott Players manage a virtual hotel restaurant kitchen Objective was to attract millennials to hospitality careers Lego Build off to become Lego Master Model Builder Facebook and Google Hackathons

37 TWO FUTURE SCENARIOS M O B I L E J O B G A M E A D O P T I O N Job search conduct data Community engagement Job boards may die Proactive vs. reactive Be where the talent is Best-in-class branding Multiplayer = good $ spent S T A T U S Q U O Only 2 potential data sources Best marketers, not best fit Soft skills unproven Active talent vs. passive Generational entry challenge Best-in-class outreach - $ Minimum $ mobile submittal You can t be demanding until you create a demand for yourself.

38 NATIVE APP BENEFITS Push Notifications Local data storage to maintain competitive data Offline capabilities Integration with other features of the device Camera Geo-location

39 NEXT STEPS Evaluate: Current hiring performance shortfalls gaps in data Missed opportunities Competitive Achilles heels What is the competition doing Can gamified mobile recruiting fill them? If so

40 PROCEEDING Does it benefit you to be 1 st in class or best in class? Recommended: start with a mobile career site, at a minimum! Map iterative development plans (plan A, B and C) Decide who will monitor the talent and mobile markets Anticipate potential bottlenecks to development, launch and adoption

41 PROCEEDING Ask vendors about the keys to their teams success Decide what model you want to use Develop SOPs for internal users Study the using and player behaviors of your target candidates Look outside your industry for companies successfully hiring your targets Consider a joint venture!

42 WHAT IF YOU DO NOTHING? At the very least, do some discovery!

43 THE UNKNOWNS OUTWEIGH THE KNOWNS, BUT Ask away..

44 You may send follow-up questions and comments to: Karen Huller Epic Careering/JoMo Rising, LLC

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